What lessons can we take from triathlon training (or training for any sport), that also apply to an individual’s or an organization’s effort to become more diverse, equitable, and inclusive? Just like sports performance, building muscles to address diversity, equity, and inclusion won’t happen overnight.
This article intends to transport readers right into the June of 1865 Texas when the slaves of Galveston first learned of their freedom. As a way to honor the Juneteenth holiday with an exercise in empathy, readers are briefly guided in imagining the harsh circumstances that slaves endured, and then invited to consider the things from which they long to be free in their own lives.
What had begun as an indictment of myself and others, has now become a model for self-examination from which we might all benefit in pursuit of having a more expansive impact in the well-being of others. I offer a comprehensive, yet simplistic, criteria for us to measure the depth of our connection with (and our care for) marginalized groups; a criteria that can be used to audit our own socio-intellectual values and the socio-intellectual intentions of others. I call this criteria the AAA Membership Plan — Attitude, Association, and Action. Read more to learn more.
In the past, it was believed that human-first, inclusive and transparent approaches to leadership were not productive for moving organizational success (and profitability) forward. That thinking is being disproven. Read more here to find out what lessons we might take away from recent events at Basecamp, the collaboration software company, so that we may become more awake and skilled in our own workplaces.
Courage can manifest in an array of actions and behaviors. And while there is no secret formula or magic tactic for conversations on race, we hope you find the following reflections helpful in defining (and refining) your personal approach to courageous conversations.
Our inaugural cohort of Amplify Your Impact: Diversity, Equity and Inclusion at work is currently underway. This 6-part leadership development series explores how to be an inclusive leader and invites leaders at all levels to understand what it really means to hold space for others, cultivate genuine curiosity and active listening skills while gaining a deeper understanding of how race impacts our roles as leaders.
Last month we celebrated all manner of Black Excellence in honor of Black History Month and reminded ourselves of the power of representation, remembering, recognition, and research. Those same things matter as we celebrate and reflect on Women’s History this month. You can find plenty of things to learn about, uplift, and celebrate in this month’s issue, but the last week served up another reminder that recalling the past also gives us an opportunity for reckoning with the realities of lived experience that get kept behind a veil when “history is written by the conquerors.”
As we celebrate Black History Month this February, I want to share why this time is so important to me, as a human who lives in a cis-gender, white-skinned body, and as a leader, daughter, sister, and mother…